Working with a Disability at Ghent University

A disability is defined as a health problem or condition that sometimes makes it more difficult to find a job or perform work efficiently.

Any employee can request a conversation to assess the accessibility of their job position. The possibility of an adjusted task package, specialized guidance, special employment measures, or the Individual Tailored Work Subsidy (IMW, formerly the Flemish Support Premium or VOP) can also be explored.

CONTACT

Do you require guidance at work due to a disability and/or chronic illness? Contact: arbeidsbeperking@ugent.be

Do you need guidance when returning to work after a long absence due to a disability and/or chronic illness? Contact: re-integratie@ugent.be

Staff Network

The university aims to create a stimulating workplace with optimal development opportunities for all of its staff members. Since 2019, UGent has been organizing meetings for employees with a disability and/or chronic illness.

The Staff Network provides a forum for employees who face difficulties in performing their job due to physical, sensory, or mental issues. The network gives employees the opportunity to exchange experiences every two months with colleagues who face the same barriers and challenges during informative and recreational gatherings.

Would you like to stay informed about the next activity? Please sign up for the mailing list via arbeidsbeperking@ugent.be.

IMPORTANT! Everyone who feels addressed is welcome. However, in order to ensure a safe environment and out of respect for the privacy of the participants, only employees who identify as experts by experience may join. Policy makers, supporters, external guests, and students may only join by invitation.

Advisory Group

The Advisory Group provides employees with a disability and/or chronic illness a forum to think about challenges and sustainable solutions in the accessibility policy. The goal of these bi-monthly policy-preparing meetings is to develop an equal opportunities policy that is widely supported and meets the current needs of the staff.

Would you like to participate in the Advisory Group without obligation? Sign up via arbeidsbeperking@ugent.be.

I have a disability, what are my rights?

It is the VDAB (Flemish Employment Agency) that decides whether a condition is recognized as a disability or not. Recognized disabilities entitle individuals to specialized guidance and special employment measures. This means you may be entitled to an adapted workstation, tools, and clothing. Together with you, we will review which subsidies and compensations you are entitled to. When reviewing the recognition request, VDAB also takes personal factors into account that may act as obstacles, such as poverty. Less visible disabilities may also be considered (e.g., depression, autism spectrum disorder, hearing impairment, back pain, vocal cord paralysis, muscle diseases, chronic fatigue syndrome, etc.). If you wish to have your disability recognized by VDAB, follow this step-by-step guide or call the toll-free number 0800 30 700.

I have a functional limitation, but I am not recognized as a person with a disability. What are my rights?

If you do not have official recognition from VDAB but face obstacles in performing your job, you can contact the Personnel and Organization Department via arbeidsbeperking@ugent.be. Together with you, we will explore which adjustments are possible and necessary to perform your work in an independent and high-quality way.

What is the Individual Work Premium (IMW)?

What does IMW involve?

Since July 1, 2023, the Individual Tailored Work Premium has replaced the former Flemish Support Premium (VOP). The premium is a maintenance allowance paid by the Department of Work and Social Economy of the Flemish Government to your employer if a disability or health issue affects your ability to perform your job.

Examples include:

  • Needing extra rest breaks or working more slowly
  • Needing adapted materials
  • Being absent more often due to health problems
  • Needing support from a colleague

The IMW premium is versatile: it can be used for both material and immaterial adjustments.

What are reasonable adjustments?

Reasonable adjustments are measures and solutions that allow people with a functional limitation or chronic illness to participate in work in an independent and high-quality way (e.g., stairlift, adapted computer screen, flexible break to eat on time, parking close to the workplace…).

Reasonable adjustments must meet three conditions:

  1. The adjustment must be effective, i.e., it must enable the employee to perform their job.
  2. Employees with a disability must be able to use the facilities of the organization in an equal manner, e.g., be able to participate in all meetings.
  3. Adjustments that allow employees to participate without assistance from others are preferred.

What is "reasonable"?

  • The adjustment does not constitute an undue financial or organizational burden for the employer.
  • The adjustment must not pose a danger to others.

Reasonable adjustments include:

  • Adjustments to the workstation
  • Adjustments to the work environment, tools, and clothing
  • Reimbursement for writing, oral, and sign language interpreters for deaf and hard-of-hearing individuals

Since no one uses all their capacities in performing work, one can compare the capacities of the employee with the job requirements to determine how they best align. This means that providing adjustments is customized and takes into account the specific employee, the tasks, and the work environment.

Examples of reasonable adjustments:

  • Adjustments for people with visual impairments: hand magnifiers, screen magnifiers, large PC screens, speech output via sound cards and software, acoustic warning signals.
  • Adjustments for blind individuals: Braille displays, speech output via sound cards and software, Braille printers, tactile warning strips at the top of stairs.
  • Adjustments for people with arm or hand disabilities: hands-free telephoning, adapted keyboards, adapted mouse or other control devices.
  • Adjustments for wheelchair users: adapted storage spaces, accessible door controls, movable ramps, stairlifts, accessible restrooms.
  • Adjustments for the hard of hearing: phone amplifiers, individual conversation transmitters, hearing loops for group meetings.
  • Adjustments for deaf individuals: visual warning signals for phones, doorbells, alarms, machines.
  • Adjustments for individuals with chronic illnesses: flexible work hours to combine work and treatment, relocation of copiers to avoid long tiring distances, parking spaces near the entrance, breaks for taking medication.

Parking for employees with a disability and/or chronic illness

Employees of UGent who hold an official blue parking card for persons with a disability can apply for access to all UGent parking lots.

Procedure:

Send the following information to diversiteit.personeel@ugent.be:

  • A scan or digital photo of the blue parking card, including the expiration date if applicable
  • Vehicle number plate
  • UGent staff card number

Employees with a disability or chronic illness who do not hold a blue parking card can apply for an institutional green parking permit, which allows access to all UGent parking lots, even without an official blue parking card.

I have dyslexia. What are my rights?

There are many compensatory ICT tools on the market to support students with dyslexia. UGent provides free compensatory software (SprintPlus) for students and staff with dyslexia (with certification). This software can be requested at.